FDIC DIVERSITY AND INCLUSION 2018-19 STRATEGIC PLAN

1 FDIC DIVERSITY AND INCLUSION STRATEGIC PLAN2018-19 FEDERAL DEPOSIT INSURANCE CORPORATIONM essage from the Chairman Federal Deposit Insurance Corporation Washington, DC 20429 Office of the ChairmanFebruary 2018 To: All FDIC Employees From: Chairman Gruenberg FDIC 2018-19 DIVERSITY and INCLUSION STRATEGIC PlanI am pleased to share with you the FDIC s 2018-19 DIVERSITY and INCLUSION STRATEGIC 2012, we established performance goals to update the FDIC s DIVERSITY STRATEGIC plan and asked each division and office to develop STRATEGIC plans that identify steps to promote increased DIVERSITY through the FDIC s recruiting and hiring processes.

2 The following year, we committed to regularly reviewing and updating the plan to ensure that it remains current and relevant, and the plan has been updated year we had a number of key accomplishments. In particular, the FDIC: Recognized its sixth Employee Resource Group, the Corporate Advocacy Network for Disability Opportunities (CAN DO); Hired six student interns through the Workforce Recruitment Program for College Students with Disabilities; Leveraged Chairman s DIVERSITY Advisory Council (CDAC) activities to expand awareness of DIVERSITY and INCLUSION through 85 separate events at Headquarters, Regional, Area, and Field Office locations; and Raised awareness and engaged employees in discussions about DIVERSITY and INCLUSION through the presentation of 10 national DIVERSITY and INCLUSION Education Series events.

3 I am also pleased to say that implementation of the 2017 DIVERSITY and INCLUSION STRATEGIC plan resulted in the FDIC continuing its progress in creating and maintaining a diverse workforce and inclusive work environment. This is evidenced by the fact that our INCLUSION score from the Federal Employee Viewpoint Survey increased to 72 percent in 2017, well above the federal government average of 60 percent. The FDIC also ranked in the top five mid-sized agencies in the category of Support for DIVERSITY with a score of , up from in 2016. While our sustained success is certainly encouraging, we must always strive to improve. The 2018-19 DIVERSITY and INCLUSION STRATEGIC plan continues our efforts in this important area and includes numerous specific steps to further enhance DIVERSITY and INCLUSION at the FDIC.

4 The FDIC s DIVERSITY and INCLUSION Executive Advisory Council (EAC) will continue to oversee the implementation of the plan and ensure that our commitment to DIVERSITY and INCLUSION remains an important priority. While this is a two-year plan , the EAC will review the plan at its midpoint to determine if any changes are necessary. I encourage all FDIC employees to take an active role in implementing the valuing the unique talents, ideas, and experiences of all employees, we will foster INCLUSION and employee engagement and continue to serve the public at the highest J. Gruenberg ChairmanFEDERAL DEPOSIT INSURANCE CORPORATIONT able of Contents 2018-19 DIVERSITY and INCLUSION STRATEGIC plan 2 Vision and Definitions and plan Implementation 3 Workforce DIVERSITY 5 Workplace INCLUSION 9 Sustainability FEDERAL DEPOSIT INSURANCE CORPORATIONV ision Dedication to DIVERSITY and INCLUSION is embedded in the FDIC s core values.

5 Which are integrated throughout the organization and work environment to help the FDIC continue to effectively achieve its mission of preserving and promoting public confidence in the financial DIVERSITY is defined by who we are as individuals. The FDIC recognizes that its strength comes from the dedication, experience, talents, and perspectives of every employee. DIVERSITY encompasses the range of similarities and differences each individual brings to the workplace, including but not limited to national origin, language, race, color, disability, ethnicity, gender, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, and family INCLUSION is the process of creating and maintaining a work culture and environment that recognizes, appreciates, and effectively utilizes the talents, skills, and perspectives of every employee in the achievement of the agency s objectives and mission; connects each employee to the organization; and encourages collaboration, flexibility, and The strategies contained in this plan will be implemented in 2018 and 2019.

6 The FDIC s DIVERSITY and INCLUSION Executive Advisory Council will oversee the implementation of the plan to promote leadership engagement on DIVERSITY and INCLUSION issues. OMWI, as advisor to FDIC leadership on issues related to DIVERSITY and INCLUSION , will provide actionable analytics and reporting on DIVERSITY and INCLUSION topics, and increase organizational awareness and engagement about DIVERSITY and INCLUSION throughout the agency on an ongoing and Definitions and plan Implementation2 FEDERAL DEPOSIT INSURANCE CORPORATIONGoal 1 The FDIC will recruit from a diverse, qualified group of potential applicants to secure and maintain a high-performing workforce drawn from all segments of 1 Ensure the FDIC s recruitment process reaches and appeals to a diverse and highly qualified pool of A.

7 Formalize procedures for recruitment and outreach to emphasize DIVERSITY with a focus on high school seniors, college students and recent college graduates, and students in advanced degree and continuing education programs. B. Establish, broaden, and/or strengthen relationships with organizations that support diverse populations and provide recruitment opportunities for the Corporate Employee Program, DIVERSITY Outreach Student Intern Program, Financial Management Scholars Program, Pathways Program, Legal Honors Program, mission critical occupations, management, and executive level positions, including: 1. Historically Black Colleges and Universities, Hispanic-Serving Institutions, Asian American and Pacific Islander-Serving Institutions, and Tribal Colleges and Universities; 2.

8 Women s colleges and universities; 3. Veterans organizations; 4. Organizations that support employment for individuals with disabilities; 5. Local, national, and professional organizations comprised of individuals with backgrounds for FDIC major occupations; and 6. Other appropriate institutions and organizations that support the employment of diverse populations. C. Continue to develop corporate recruiters who are skilled at reaching qualified applicants across all dimensions of DIVERSITY ; recognizing and avoiding cultural bias during outreach and recruitment activities; and promoting the FDIC as an employer of choice on college campuses when attending career fairs and other outreach events. D. Implement the use of social media in outreach and recruitment activities to target demographically diverse audiences.

9 E. Expand access to workforce and recruitment analytics to: 1. Measure the success of recruitment and outreach activities in reaching under- represented groups; 2. Enable a representative of the Corporate Recruitment Program to utilize the D&I Analytics Dashboard and other tools; and 3. Assess progress and provide advice on recruitment, hiring, and promotion DiversityGoal 1 Strategy 13 FEDERAL DEPOSIT INSURANCE CORPORATIONS trategy 2 Employ flexibilities and best practices that promote fair and consistent treatment and equal A. Ensure that vacancies available to internal candidates are advertised to the widest or most practical audience within the FDIC to promote and encourage open and fair competition. B. Use structured interview questions and, to the extent possible, diverse interview panel members.

10 C. Use Subject Matter Experts (SMEs), as needed, to review job applications and, to the extent possible, ensure the use of diverse SMEs. D. Offer training to selecting officials, interviewers, and SMEs on the impact of unconscious bias in the hiring process. Workforce DiversityGoal 1 Strategy 24 FEDERAL DEPOSIT INSURANCE CORPORATIONGoal 2 The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and to improve 1 Continue to develop succession management and career path opportunities to retain the FDIC s valued and diverse workforce. Actions A. Continue to explore the feasibility of establishing additional opportunities for career advancement across the FDIC through collaboration on position management between the Division of Administration, Human Resources Branch and division and offices ( , bridge positions, upward mobility, cross training, details, and supervisory and managerial development).